Candidates have to struggle through endless procedures, even though the advertised position has long been taken internally. And they sit petrified, smiling faces that claim that "everyone has the same opportunities with us" and do not come up with the reasons why you are in the application no progress. Although that would be a help ...
An extraordinary dispute before the regional court of Stuttgart caused 2010 to look into German personnel departments: one applicant had not been invited to the interview and had subsequently sued a window builder for discrimination.
The reason: The woman from East Germany had received her application folder back in the mail with the cancellation of the employer. The word “OSSI” was written in bold on the documents - next to it was a big minus sign.
The General Equal Treatment Act - naked idiocy?
In her claim for damages, the attorney of the rejected applicant appealed to the General Equal Treatment Act (AGG) - a law that has decisively changed the work of the staff and their dealings with candidates in talks in recent years.
In 2006 the AGG entered into force. Prior to this, discussions had been taking place for many years, because its effectiveness in practice was, to put it cautiously, controversial. Specifically, the AGG considers the AGG to be naked. They even think that it hurts applicants. Why?
Theory and Practice of the The General Equal Treatment Act
Let us first take a look at the exact wording of the General Equal Treatment Act: “The aim is to prevent or eliminate disadvantages on the basis of race or because of ethnic origin, gender, religion or belief, disability, age or sexual identity. ”
In practice, this has the consequence, among other things, that in job advertisements it is concealed whether one wishes for a woman or a man for the job to be filled. There is no information on age or what you have to physically do to get a job done.
The fear of burning his mouth
So as not to burn their mouths, employers say: "Everyone has the same opportunities here!" We know that this is an AGG white lie. Because in the end they pick exactly the applicants they want.
When researching our book, a human resources manager told me that it was clear to her of course in advance: "Only a woman can do this job!" or "A man will do this corporate department good!" But she would never admit these considerations publicly. However, the decision is often made based on the gender or age of an applicant.
Unfriendly rejections or no reactions, curious job interviews undecided employer: Annette Gerlach knows them all from their own experience, the curious situations in the job search. The Diplom-Betriebswirtin and personnel officer wrote at their best times eight to ten applications per week, across Germany.
And remembers successes. For example, the job interview that only lasted 27 minutes. At that point, she was not very convinced of the course of the conversation: "The personnel manager simply cycled through the questions and I talked all the time," reports Gerlach. “At first you wonder why you actually drove 565 kilometers!”
When the positive feedback came, the applicant was surprised: she was one step ahead in the application process, so you have to wait and see what comes up. "Because HR personnel often rate a conversation better than you do!"
Annette Gerlach has been surprised often enough. Once she worked for four days as a rehearsal for a municipality, for a job as a job coach: "But nobody could tell me whether the job was available at all."
In the end, the HR specialist, annoyed, withdrew her application. The position was advertised again in early September. Another interview was held in a DB lounge: "As an applicant you have to deal with the background noise," she reports. And a few days ago Gerlach received documents back - from a two-year-old application.
Do not take it personally
But the business economist tries not to take the negative experiences personally: "HR managers are only people - and often only small cogs in the company," Gerlach knows from her experience from the other side of the desk. Often they simply had too little time to process the large batch of applications appropriately. Or too little influence on the job politics in the company.
Nevertheless, she admits that many colleagues are rather closed or show no appreciation for the applicants - for example, by looking for candidates with a fictitious profile in online networks. "As a result, applicants do not feel taken seriously and demotivated as a person," warns Gerlach. Ultimately, this leads to companies being negatively rated on relevant websites.
Open dialogue between staff and applicants
Annette Gerlach is therefore open to the dialogue between applicants and HR staff: she tweets and blogs about her application experience at. Since 2005 she has been in charge of the group “Arbeitslos na und !? Don't make yourself smaller than you are ”on the Xing online network.
Through Xing, she has already found a job. The companies reacted mixed to their online activities: "The more conservative colleagues warn me to be too open," reports Gerlach. However, many others would find their commitment absolutely great. "And these are probably the companies that suit me."
Text as PDF, book or eCourse on the topic or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).